Conflicts in Health Care Institutions Introduction Conflicts are common disagreements that occur in every place of work, healthcare institutions not an exception. Conflicts can happen between two or more people, two or more groups or between a person and a group (Sullivan, 2017).In healthcare institutions conflicts may occur between health care staff, between support staff, between health care and support staff and between health care staff and the patient or the patient’s family. These conflicts may be simple disagreements or may escalate to violence. This essay seeks to examine the major types of conflicts and ways of handling these conflicts in a health care institution as well as the models of negotiation by applying the theory of “Action
Individuals are meant to feel secure when a certain individual are present, and to feel apprehensive when that individual is away. This desire for human interaction can be thought of as the need for attachment and the need for affiliation. These are two distinctive, yet interrelated needs. Research indicates that human beings need company most when they are afraid, anxious, or unsure of themselves and want to compare their feelings with those of others. Relationships help people to confirm and validate their ideas and feelings as well as to value themselves.
Conflict Resolution Conflict is a disagreement or dispute between two or more individuals who have different ideas, feelings, needs, goals, values or beliefs. We all have faced conflict sometime in our lives, especially at work. Conflict is unavoidable in the workplace. According to Ahmed Higazee (2015), conflict is one of the issues that takes place in any organization specially hospitals where continuous human interactions occur. While most of us try to avoid conflict in the workplace, we will face it at some point in our careers and the challenge of it is how we deal with it.
Every individual feels a necessity for fulfilment and happiness – these are the main aspirations; all the rest of necessities are circumstanced by this aspiration (Vittadini, 1997). It is possible to follow the principle of subsidiarity just if a mutual link of trust is developed between the client and the social worker. This trust proceeds from reciprocal respect and the ability to recognize each other’s worth (Petružytė, Girdzijauskienė, Gvaldaitė, 2004). Thus, in the helping process the client is understood as a human being, his worthiness and dignity are recognized, stressing as well the importance of his own decisions in solving his problems. From this point of view, it is essential to recognize the client’s own capacity to solve or help to solve his problems, while the social worker has to notice and evaluate his competences and abilities to solve these
The ability to work through conflicts, can be applied to all aspects of day to day life. By knowing that a person has achieved a goal, not only proves to themselves, but others, a level of motivation, hard work, and responsibility. This accomplishment is something someone can take pride in, and be proud to of achieved. Demonstrating personal qualities to themselves improves self-confidence, and determination to continue striving for success. Additionally, perseverance builds responsibility.
Final Critical Reflection Essay Introduction Conflict is inherently inevitable in the health care setting where different disciplines work closely together. Unfortunately, Kvarnström (2008) claims that it is a cultural norm for interdisciplinary teams to not share knowledge and explanation on their roles and responsibilities, which is the common cause of conflict in the health care system. As a result, health care services become fragmented to clients and teams lack cohesiveness (Kvarnström, 2008). Furthermore, in a study conducted by Hartman and Crume (2014), approximately one-third of participants reported practicing negative conflict resolution styles and strategies that did not resolve conflicts that occurred. Thus, there is an identified need to teach health care providers strategies of conflict resolution and provide further educational opportunities.
As nurses can act as different roles including educators, communicators and managers, they will involve in so many types of interaction with other healthcare professionals which increase the chance for conflict among them (Higazee, 2015). For the causes of conflict that occur in hospitals, they can be related to competition for resource such as staff, financial sectors and space, inadequate communication, and the opposition of opinion, priorities, roles, beliefs, perceptions, practices, authority and values (Finkelman, 2015; Warner, 2001). Managing conflict can be divided into two aspects, one is conflict prevention, another one is resolution of conflict. Although managing conflict is time consuming, it is necessary to handle it well to prevent the adverse effect on relationship between staff, patient care and productivity which can also influence the job satisfaction and cause increasing in turnover rate (Simpao,
Therefore, mutual support, can encourage people to achieve the interests of the goals . Team offers companies and employees become more familiar with each other and learning how to work together. There are several ways in which teamwork is very important and critical success of the company, and for the development of each employee. Understanding these important elements will help encourage the development team to develop workplace in company. Many organizations rely on the teams, because there are many benefits of teamwork productivity .
Though all needs are important, everyone usually has one or two of the needs that are the most important to them and employees enter the work place with these needs. Employees that have a high need for affiliation value social interaction and cooperative working relationships. Achievement employees value recognition, fulfilling their goals and taking on moderately difficult challenges. Employees that have a high need for power value the ability to influence and control their environment to meet their goals, they seek leadership
An individual has all these needs to some extent but only one of them can be prevalent. The need for achievement involves improvement in work, ability to tackle problems and manage difficult tasks. Someone with this need does not work in a team, takes risks and seeks responsibilities (Schermerhorn, 2011, p.365). It is evident that this person set goals, follows a process in order to achieve them and receives feedback on his performance. The need for affiliation is defined as the creation and preservation of companionship with people (Schermerhorn, 2011, p.365).